Effective Human Resource Management

The assignment discusses the importance of effective human resource management in an organization. It highlights the need to consider both internal and external recruitment methods before hiring a candidate. The role of restructuring job elements such as tasks, duties, and responsibilities is also emphasized to encourage and inspire employees. Furthermore, it stresses the importance of preparing strategies that can change accordingly with needs or changes in circumstances. This allows for flexibility and meeting uncertainties effectively.

Case Study
TK ceramics: an
Indonesian Opportunity

Keywords:
Standard compliance p.1
Expansion p.3
Accountability p.3
Uncertainties p.4
Premium quality p.5

Table of Contents
INTRODUCTION...........................................................................................................................1
Background of the case:..............................................................................................................1
1. Best process to redesign the internally facing and customer facing jobs................................2
2 Advantage and disadvantage for drawing at least some of the shop workers from existing
staff..............................................................................................................................................2
3. Creating a jib description and person description in shops that do not yet exist....................3
4. Field sales representative have similar key skills and abilities requirement to those need for
shop staff.....................................................................................................................................3
Proposed solution........................................................................................................................4
Recommendations.......................................................................................................................5
Alternative Solution....................................................................................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
In toady's context human resource management is concerned with “people” dimension in
management. It consist of people, acquiring, hiring, developing their skills, motivating them to
high an individual towards high performance and commitment towards achieving aims and
objectives in an effective manner(Fukuoka, 2017). This report is based on case study of TK
Ceramics: an Indonesian opportunity. In this case study we are going to analysis best process to
redesign internally facing and customer facing problem as well as advantage and disadvantage
for drawing at least some of the shop workers. Moreover, determining field sales in order to have
similar key skills and abilities requirement that are needed for the shop staff.
Background of the case:
TK Ceramics: an Indonesian opportunity is case study of two joint owners Tim and Kate
who started together after leaving university. TK Ceramics have grown and become Victoria's
largest importer of European ceramics tiles (Brata, 2016).Now they have newly created title of
General Manager of Human resource reflecting impending growth of the company. They have
enjoyed lot of success importing titles from Italy as they were focusing on design and colour
translating well culture diversity. Moreover, now that have opportunity in Indonesian market by
facilitating customers with designer tiles as a small factory were producing plain standard titles
that were not being able to fully disengage from work. Herein, Kate was excited about this
opportunity and according both decided to go for it and they meet their banks and business
adviser to plan expansion and execute human resource management strategies. For such instance
they started to launch their new business through retailed network and a radical department from
their existing business model. Additionally, they are going to create a new brand for their shop
but they decided to maintain current business and its relationship under the identity of TK
Ceramics. Apart from this Tim, Kate and Renee are concerned about expert human capital
required to design, implement and monitor the quality producer in Alatas' factory in Indonesia.
For such purpose they have decided to recruit and send Australian expert to ensure that their
were no problems with standard compliance. Accordingly, Renee's job list was growing rapidly
as she need to find out right person for such emerging business.
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1. Best process to redesign the internally facing and customer facing jobs
In having a best process of redesigning the internally facing and customer's facing job TK
ceramics need to restructure the elements such as including task, duties and responsibility for a
specific job in order to have an encouraging and inspiring employees as well as co workers.Cao,
2019). Eventually, in order to arise opportunity or bring out variety an owner need to revise,
analysis, alter, reforming and reshuffling in order to motivate employees and make them feel as
they are important part of an organisation.
Apart from this customer's service is a key customer facing function that is a critical part
to a company's success. Moreover, it usually depend on business, companies, its response of
employees to decide how best to satisfy its potential customer's. Herein the main purpose of
customer's facing aspect is service function is to keep its customer's satisfied. For such purpose
an owner of the respective organisation need to train its employees and staff members so that
they can achieve their aims and objectives within stipulated period of time. Training itself is an
internal business facing problem but if a company must introduced customer's facing aspect
when employees interact with each other. Thus, customer's facing problem facets of training are
important for an organisation as it effective impact on sales and customer service as an
organisation need to present their employees in a positive manner.
2 Advantage and disadvantage for drawing at least some of the shop workers from existing staff
In an organisation, recruitment can be done of two basis that is internal and external
recruitment. Internal recruitment is when a business look to fill vacancy from the existing
workforce. Where as external recruitment is when a business looks to fill out the vacancy from
suitable applicant from out business. Herein, some of the advantages and disadvantage of
internal recruitment are as follows:
Advantages of internal recruitment: In an organisation recruitment employees form the
existing work force than an organisation will have certain benefits such as recruitment cost will
be lower, position can be filled easily as internal candidates know about the working culture . It
is one of the cheaper method as manger do not need to expensive advertisement and orientation
program for it(Thuỷ, 2014). Additionally, it increase moral and retention in business operation
as internal employees can transition into new role within minimal downtime. Herein, if TK
ceramics are hiring from their existing staff they they will have various benefit for it. Moreover,
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it will create satisfaction that employee know the rules and regulation of their business operation
so their would no difficulties in performing task.
Disadvantage of internal recruiting: Apart from advantage there are certain
disadvantage of internal recruitment such as organisation will have limited choice of talent
available within an organisation as well it avoids arrival of new and fresh candidate.
Additionally, mangers of TK Ceramics will not many new and variety of employees within an
organisation as within organisation employees are protected with competition as they are not
providing any opportunity to fresh talents. Moreover, it will also result in internal conflict
among the existing conflict as other employees who are interested in applying could end upon
negative impact on other employees.
The above mention are some of the advantages and disadvantage of internal recruitment.
For such purpose a respective organisation need to take decision very carefully in recruiting and
selecting the right candidate for the expansion of their new business.
3. Creating a jib description and person description in shops that do not yet exist
Job description is usually essential for managing people in an organisation. It is required
for recruiting best applicant for the desired job profile as per the criteria of a organisation. A job
description basically defines a person role and its accountability. Without job description it
would be come difficult for a person to properly commit to held accountable for the role Job
description is necessary for both small and larger organisation. As job description is the process
that determines the exact position, roles and responsibility that are needed to be performed by a
candidate. Herein, an organisation would create a job description for a sales officer, its roles and
responsibility towards its assigned job so that aims and objectives of a firm can be achieved.
Where as person specification describe qualification, skills, knowledge and experience
and qualities for a ideal job holder. It basically defines a person will fulfil job needs with its
appropriate qualification. Herein, a respective organisation need a suitable candidate who can
fulfil the need of sales officer in an attractive manner.
4. Field sales representative have similar key skills and abilities requirement to those need for
shop staff
In an organisation, each and every employees have different skills and ability to perform
their roles and responsibility towards their assigned task and activities. Herein, both sales officer
and field sales representatives have different skills and ability in performing their roles. The
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skills of sales officer are that a sales officer should be coaching in nature as sales management
activity derives sales performance from its teams. As it help in achieving as well as improving
performance as it all about developing an individual performance. Moreover, it is responsibility
of sales mangers to develop its team in an attractive manner so that its can achieve its target
within stipulated period of time. It is also responsible for performance management as it is
necessary to evaluate performance of sales on regular interval of time.
Where as roles and responsibility of field sales are different from sales officer such as
they must have the ability of analytical as they need to receive all know of information as well as
they have top interact with different types of people in gather and collecting information. As
most of the decision consist of balance of advantage and disadvantage so that they should be
comfortable with trade off.
Eventually, they need to under the perception of buyer and seller so that they can offer
their best product and services. For such instance they need to be active listener, understanding
the points and views of customer's so that they can offer their best product to them. Apart from
this they need to plan and organised information in an effective manner so that they can analysis
data whenever they want it to examine. Initially, they are using advance materiel of their product
and services so that they can shorter the length of average sales cycle. Basically, they use
technology that help them to grasp various customer's relationship management as this process
become more innovative as well as have signifiant over this this. As they are able to spend more
time on selling their product and services in an attractive manner in competitive marketplace.
Thus, from the above discussion it has been determined that both the designation have different
roles and responsibility in performing their task so that desired goals and objectives can be
achieved within stipulated framework of time in competitive marketplace.
Proposed solution
Herein, an organisation TK ceramics can hire employees and staff from both the source
so that they can have advantage both the recruitment sources such with the new and talented
candidates they can have experience candidate too. For such purpose they can effective human
resource strategy for their growth and development so that they can archive success in their
business accurately. Moreover, they should prepare strategies in such a manner so that they can
change accordingly as per their need or change in circumstances. In this manner they can create
flexibility in their strategies so that they can meet up the uncertainties in an appropriate manner.
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Thus, it could be the best possible solution to TK ceramics in expanding their business with
standard tiles along to design in it.
Recommendations
Before developing their business in another they need to cope up with different strategies
and planning in order to become competitive in market place of same industry line. For such
purpose some of the recommendations are determined below:
 Herein, the managers of TK ceramics need to properly analysis the market place where
they are expanding their business in competitive marketplace.
 For such purpose they need top analysis the culture, trend and norms of their people so
that according to their taste and preference they can develop design in their tiles.
 Accordingly, they should come up with trendy and fashionable design so that they can
attract large number of customer's towards their premium quality of product and services.
 Herein, the need to keenly observe the strategies of their competitors so that they can
match up their strategies in order to attain sustainability for longer duration of time as
well as achieve gaols and objectives within stipulated period of time.
Thus, the above mention are some of the recommendations that can be adopted by the mangers
of their organisation so that they can maintain their stability, productivity and profitability in
competitive marketplace. Moreover, with the appropriate strategies they will able to archive their
aims and objectives of developing their business both with standard tiles along with design in it.
Alternative Solution
In the case of TK ceramics, some of the alternative solution to their business can be that
before expanding their business they can display their product in the market where they are
expanding their business. In such a manner they can know about the taste and preference of
customer's. Apart from this they can conduct research in to know abut the buying and consuming
pattern if individual. Moreover, they can create alternative solution in their planning and
scheduling activities so that they can maintain any problem in an effective manner.
CONCLUSION
From the above discussion it has been concluded that It consist of people, acquiring,
hiring, developing their skills, motivating them to high an individual towards high performance
and commitment towards achieving aims and objectives in an effective manner. Moreover,
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before recruiting a right candidate they should analysis both the methods that is internal and
external recruitment so that an organisation can take appropriate decision accordingly. Further
more, they need to have restructure of the elements such as including task, duties and
responsibility for a specific job in order to have an encouraging and inspiring employees as well
as co workers. Moreover, they should prepare strategies in such a manner so that they can change
accordingly as per their need or change in circumstances. In this manner they can create
flexibility in their strategies so that they can meet up the uncertainties in an appropriate manner
Eventually, in order to arise opportunity or bring out variety an owner need to revise, analysis,
alter, reforming and reshuffling in order to motivate employees and make them feel as they are
important part of an organisation. Thus, in order to remain competitive they need to develop
themselves in such a manner so that they achieve their targets in an effective manner.
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REFERENCES
Books & Journals
Wahyuningsih, N. and Amboro, J.L., 2017. APPRECIATION AND CREATION IN CERAMIC
ART LEARNING AS A FORM OF CULTURAL PRESERVATION FOR
STUDENTS OF TK PANDEYAN 2 SUKOHARJO IN SURAKARTA
RESIDENCY. Bahasa dan Seni: Jurnal Bahasa, Sastra, Seni, dan
Pengajarannya. 45(1), pp. 40-49.
Wu, J.Z., Santoso, C.H. and Roan, J., 2017. Key factors for truly sustainable supply chain
management: An investigation of the coal industry in Indonesia. The International
Journal of Logistics Management. 28(4). pp.1196-1217.
Van Thuy, P., 2014. Beyond political skin: convergent paths to an independent national
economy in Indonesia and Vietnam(Doctoral dissertation, Institute for History, Faculty
of Humanities, Leiden University).
Thuỷ, P.V., 2019. Beyond Political Skin: Colonial to National Economies in Indonesia and
Vietnam (1910s-1960s). Springer.
Cao, A.D., 2016. How to Do Business in the New Vietnam. In Proceedings of the 1979
Academy of Marketing Science (AMS) Annual Conference (pp. 77-82). Springer,
Cham.
Brata, A.G., 2017. The Socio-Economic Impacts of Natural Disasters: Empirical Studies on
Indonesia.
Fukuoka, Y. and Verico, K., 2016. Indonesia–China Economic Relations in the Twenty-First
Century: Opportunities and Challenges. In Chinese Global Production Networks in
ASEAN (pp. 53-75). Springer, Cham.
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